Exit Interview Survey: Free Template with AI Turnover Analysis

My role and responsibilities matched what was communicated when I joined.

Role-reality mismatch is a preventable departure reason. Low scores signal hiring process improvements needed. This is fixable without changing culture or compensation.

I received adequate recognition for my work.

Lack of recognition is among the top 3 reasons employees leave (SHRM). It is also the most cost-effective retention lever because recognition costs almost nothing but has outsized impact.

My manager supported my growth and development.

Manager quality is the #2 departure reason. 50% of resignations are attributed to the direct manager relationship. Low scores here validate investing in leadership development.

I had sufficient opportunities for career advancement.

Lack of growth is the #1 reason employees leave across industries. In Germany, 48% cite Karrierechancen as a key quit reason. Low scores demand visible career pathway creation.

My compensation and benefits were fair for my role.

Compensation is consistently in the top 3 departure reasons but is not always the primary driver. If other scores are high but compensation is low, a targeted pay adjustment may have prevented the departure.

My workload was manageable and sustainable.

Workload sustainability predicts burnout-driven departures. Low scores here combined with high scores on other factors suggest the person liked the job but could not sustain the pace.

The workplace culture and environment were positive.

Toxic culture is the #1 departure reason in recent research (32.4%). A low score here is the strongest signal that broader culture work is needed, not just individual fixes.

I would consider returning to this organization in the future.

Boomerang intent predicts employer brand health and future rehire potential. 35% of new hires in 2025 were returning employees (ADP). A respectful exit process increases this rate significantly.

What was the primary reason for your departure?

The most critical exit interview question. Open text captures the specific trigger that tipped the decision, which LIKERT scales cannot. AI groups these triggers into themes across all departures.

What could the organization have done differently to keep you?

This question surfaces the specific intervention that would have prevented the departure. Answers often reveal surprisingly simple fixes (flexible hours, role change, manager swap) that were never discussed.

What advice would you give to improve this workplace?

Departing employees have unique perspective: freed from career consequences, they give the most honest improvement advice. AI detects recurring themes that should become priorities.

Is there anything else you would like to share about your experience?

The catch-all question captures insights that the structured questions miss. Departing employees often share their most important feedback here because it feels less directed and more personal.